Most organisations understand the competitive advantage that diversity brings. Yet, in the drive to diversify, one group often remains overlooked: the neurodiverse.
Neurodiversity refers to the vast range in which human brains think, learn, and process sensory information. Variations include, but are not limited to: Attention Deficit Hyperactivity Disorder (ADHD), Autism Spectrum Disorder (ASD), Dyslexia, Dyscalculia, Dyspraxia, Tourette Syndrome, and Obsessive Compulsive Disorder (OCD).
Whilst a blend of ethnicities, cultures, genders, and ages is beneficial (and our organisations should reflect the populations they serve); if thinking becomes homogenous, which typically occurs as the minority adapts to majority behavioural norms, then gain is minimal. Diversity only works if leaders leverage followers’ unique perspectives.
In a world of constant change and uncertainty, it is diversity of thought that provides an advantage!
Historically, a standard neurocognitive ‘prototype’ was deemed ‘normal’, and anything presenting as different, an impairment. Yet, differences are just that: differences. Variations in human thinking should be considered as natural as variations in skin colour or personality, and, equally just as good.
Whilst no two ‘neurotypical’ individuals are the same, neither are two ‘neurodivergent’ individuals. Presenting with traits associated with neurodivergence does not necessarily mean one ‘sits on a spectrum’ either. Unfortunately, the media tends to stereotype differences, and this can cause prospective employers to discount the unique contributions of a neurodiverse workforce.
The ability to think spatially, make sense of large data, and intuitively see patterns, is highly desirable in today’s information intensive environment. Individuals who naturally excel in these abilities, and who have a strong affinity for patterns, sorting, and cataloguing, are individuals with Autism Spectrum Disorder. Moreover, these individuals have extraordinary focus and memory; a heightened ability to absorb large amounts of information; a tendency for systematising and organising ambiguous information; and an ability to see categories in information benign to the neurotypical.
If your organisation requires creativity or abstract thinking, look no further than your dyslexic individual. Not only do individuals with dyslexia have great imaginations, they are fantastic at thinking outside the box and problem solving. As individuals with dyslexia tend to struggle with reading and writing, they often become highly adept with the spoken word. They learn to read people and their emotions, making them fantastic conversationalists.
Individuals with Tourette Syndrome are also often highly creative. They tend to have higher energy levels and great senses of humour. OCD is often misunderstood, and goes far beyond a penchant for organising, washing hands, or preferring even numbers over odd. Whilst often a highly distressing condition for the individual, those with OCD are highly perceptive to risk, are conscientious, and will work hard to ensure tasks are done correctly.
Presenting as neurodivergent should not be considered an impediment to employment. Unfortunately, one of the highest unemployed groups is the neurodivergent. Yet, all of us has something to contribute. Leaders worth their weight in gold leverage the strengths of all followers. Rather than being afraid of what we do not understand, we should seek to learn.
The Guild encourages all organisations to open their arms to a neurodiverse workforce.
The Guild would also love to hear from our neurodivergent warriors. What do you consider to be your strengths, and how have they been applied? What do you seek from prospective employers, and in return, what is the one thing you wish your leaders to understand about you?
The Warrior-Womxn's Guild 